August 26
We returned to the bargaining table this past Tuesday, and management kicked things off with a morning caucus. What followed was a day of hard conversations, tough stances, and a clear reminder: we have work to do, and we need every member standing strong.
Articles 13, 18, and 23: No Agreement Yet
Management responded to our proposal to align leave language with federal and state laws by offering changes to these articles. We requested a subject matter expert, and they brought in someone from Disability Management. While the Q&A was informative, no agreements were reached. We’re not rushing this; any changes must serve our members’ best interests. We’ll take the time needed to get it right.
On-Call Language: Protecting Flexibility
We continued our push to preserve the flexibility our on-call RDHs rely on. Management wants more coverage; we want to protect autonomy. We’re advocating for minor adjustments based on input from our on-call RDHs. This conversation is ongoing, and we’re holding firm.
New Job Classification: Still in Brainstorming
We explored a new job classification aimed at improving backfill and coverage. These roles would be benefit-coded but not guaranteed hours. No agreement yet, just early-stage discussion/brainstorming.
Economic Package: Disappointing Counter
Management finally responded to our economic proposal, but let’s be clear, it’s nowhere near what we deserve.
- Market Adjustment: We initially proposed a 14% hourly increase (on top of ATBs). Management did not counter. Their response? “We’re not trying to be the best-paid employer and the proposed 6.5% ATBs at National should be enough.” We all know that’s unacceptable and no where near what's needed to be competitive with the market.
- Experience/Longevity Steps: We proposed 8 additional steps to the current 2 steps, totaling 10 experience steps with meaningful increases. Management countered with just two longevity steps: $0.50 (50 cents) at 15 years and another $0.50 (50 cents) at 30 years, totaling $1.00. These low numbers highlight the lack of recognition for the value and dedication our long-term, experienced clinicians bring to the organization.
- Differentials: We proposed new differentials for weekend shifts, mentorship, nitrous, same-day coverage, SME, as well as increases to bilingual skills and ILOB. Management countered with only $1.50 for mentorship, tied to specific qualifications. While they initially offered a $1 weekend differential, they withdrew it in exchange for the mentorship proposal. Management is fully aware that a mentorship differential would benefit far fewer members. They made no counters on the other differentials.
Let’s be clear, these counteroffers don’t reflect our value, our worth, our workload, or the critical role we play in meeting performance and access targets. We are disappointed and we are fired up!
Tentative Agreements: Wins Worth Celebrating
- Article 21 Vacation: We amended the TA from 6/2 to memorialize/include language that vacation hours count toward computing weekly overtime.
- Article 12 & LOU: We eliminated “contiguous” language — a major win especially for Float RDHs. No more mandatory coverage of two geographic areas unless you choose to. We also redefined regions for clarity and fairness.
- Seniority Definition: Now based on birthdate (excluding year), ensuring a clear process when employees hire date fall on the same day.
Call to Action: We Need You!
Management’s counters fall short. We are not just asking for fair compensation, we are demanding recognition of our worth. In the coming weeks, we need every member engaged in solidarity actions. Watch your emails. Stay connected with your CAT leaders and Stewards. Show up. Speak out. Stand together.
This is our moment. Let’s make it count.
Due to Labor Day holiday weekend, we will hold our next monthly RDH virtual town hall on Sunday 9/7, 6-7 pm. Hope to see all our 200+ RDHs there!
Topic: RDH Bargaining Unit Virtual Town Hall
Time: Sep 7, 2025, 06:00 PM Pacific Time
Join Zoom Meeting:
https://aft.zoom.us/j/95702176812?pwd=GlXdmo7oWrgl3EqUHJl75hREivbIkC.1
August 13th
Wednesday’s bargaining session can be summed up in one word: unproductive. Management arrived at 9:30, met with us for just 66 minutes, and then spent the rest of the day in caucus.
They told us they’re working on a counter to some of our economic proposals but are still waiting for approval. In the morning, they said there was a “slim chance” we’d see it today; by the afternoon, that had shifted to a firm “no chance.”
During our brief time together, management reviewed some contract clean-up items, but no agreements were reached due to the need for further review.
We also had a sidebar that led to a lengthy discussion and debate about our wages.
We’ve scheduled our next session for Tuesday, 8/26, and are hoping for a more productive day—one with actual counters.
July 29th
We returned to the bargaining table on Monday, July 28, and Tuesday, July 29, for our 10th and 11th sessions. We're excited to share that we made meaningful progress and reached several additional Tentative Agreeements—a major step forward for us RDHs in this contract cycle! What you’re doing is working!
Tentative Agreements (TAs) Reached
- Major Win – Article 15: Continuing Education: We achieved a significant win by replacing the ambiguous and outdated CE table with clear, accessible language defining eligibility and the number of CE days members receive. Additionally, we secured a $500 professional reimbursement toward loupes, lights, batteries, or related accessoriesduring the term of the contract!
- Continued Commitment to the Hygiene Task Force: We mutually agreed to continue the Hygiene Task Force beyond bargaining, allowing us to collaboratively address patient access challenges and improve working conditions for our RDHs.
- Clean-Up and Integration of LOUs/LOAs: We reached agreement to streamline all Letters of Understanding (LOUs) and Letters of Agreement (LOAs). Those still in effect will be formally integrated into the contract upon ratification, while outdated ones will be noted as expired or sunsetted. This will create clarity and eliminate confusion moving forward.
- Article 17: Mileage & Travel Time Pay – We successfully incorporated and enhanced the Eugene Travel & Mileage LOU into the contract. Members who are not based in Eugene/Springfield but travel there for a shift will now be eligible for travel time and mileage reimbursement.
Proposals from Management
- "Workday" Definition – Article 10: Management proposed a change to the definition of a 24-hour "workday" to align with the new Work Schedule to Pay (WSTP) system. We will evaluate this carefully.
- Article 13, 18, and 23: In response to our proposal of matching leave language and definitions to match federal and other laws, management proposed changes to some of the language under these articles. We will evaluate this carefully.
- On-Call Language Update: We’ve heard our on-call RDHs loud and clear about the importance of maintaining your flexibility. We have been communicating that priority to management. During today’s session, we engaged in interest-based discussions aimed at finding creative solutions that protect your flexibility while also addressing management’s operational needs for coverage. These conversations are ongoing, and we remain committed to ensuring that any changes reflect the voices and experiences of our on-call RDHs.
Where Things Stand on Economics (One of our Key Proposals)
Despite multiple sessions, management has yet to provide a counterproposal to our economic package, citing delays due to national bargaining and not knowing the outcome of across-the-board (ATB) increases.
Their messaging included:
"We’re not trying to be the best-paid employer. We believe we already pay well compared to others. The ATBs will be substantial, and our benefits—such as no-cost medical/dental and a strong pension plan—are generous. We don't have a retention problem."
Our Response:
We emphasized that while benefits are important, recruitment and retention remain serious challenges. Longevity pay is critical to keep experienced RDHs, and competitive wages are essential to attract new grads who face high tuition debt. KP RDHs provide far more than traditional hygiene services—we are key contributors to total health and integrated care, including medical-dental collaboration, addressing preventative care gaps, managing chronic conditions, and supporting overall patient outcomes. To compare us to competitors who don’t offer this level of care is not only inaccurate—it’s disheartening. Our work is essential to KP’s success, and it deserves to be recognized.
Next Bargaining Session
While we've had some of the most productive discussions, there’s still work to do. To continue making progress, we’ve scheduled an additional session on Wednesday, August 13, 2025.
Upcoming Events – Get Involved!
RDH Tele-Town Hall – Sunday, August 3 @ 6:00 PM
Join us via Zoom to get updates, ask questions, and stay informed.
National Bargaining will be in Portland, OR, on August 5th, 6th, and 7th!
This is the first time national bargaining will take place outside California. Please attend at least one of the sessions as an observer, even if just for an hour or two. Your presence matters.
Register to attend a session here.
All OFNHP - All Alliance Rally – Thursday, August 7 @ 6:00 PM
We need your voices! Join us for a rally to show management that we are united, essential, and deserve a fair contract. Family, friends, and neighbors welcome!
Tell us you're coming by signing up here.
Red Up – Every Tuesday!
Thank you for your continued strength, passion, and unity. Together, we are making real progress.
July 9th
We returned to the bargaining table on July 9th after five weeks away. As usual, we came prepared and ready to start on time. Management began with an extended caucus and ultimately returned only to dismiss most of our outstanding proposals without offering meaningful counteroffers.
After a second caucus, they came back with a so-called “package” that included one of their own key priorities (on-call language) and two superficial gestures pulled from our economic and flexible part-time scheduling proposals: a $1/hour weekend differential — compared to our proposal of $10/hour — and vague language referencing three schedule types (5-8s, 4-9s, and 4-10s) that “can” be listed in the contract. It was a watered-down, insubstantial version of our original proposal.
Here’s the most frustrating part: management stated they have “no interest” in key member priorities like flexible shifts, increased vacation with longevity, bereavement leave improvements, reimbursement for licenses and professional association fees, compensation for missed breaks and lunches, or differentials for specialized/SME roles such as mentors, HealthConnect, and perio support. On top of that, they claimed they’re still waiting to hear back from National before responding to other critical parts of our economic package — including hourly market adjustments, additional steps, and longevity pay.
We caucused immediately and expressed our deep frustration. OFNHP President Sarina joined us briefly, and we pulled management into a sidebar to make it clear that this was not real bargaining. Their proposal was dismissive and failed to reflect the value of our members’ work. The sidebar lasted just over 90 minutes.
When we returned to the room, we declined their package and saw no reason to counter. We closed the session with some discussion around weekend rotation and scheduling — but made little progress.
Only two sessions remain: July 28 and 29.
Make sure to RSVP to our August 7th rally!!
Our next RDH BU Virtual Tele Town Hall is on Sunday, August 3rd at 6:00 p.m.
Topic: RDH BU tele town hall
Time: Aug 3, 2025 06:00 PM Pacific Time (US and Canada)
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Meeting ID: 971 6617 8080
Passcode: OFNHP
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June 2nd
We were back at the table on both Friday, May 30th, and Monday, June 2nd — two full days of back-to-back bargaining.
Friday, 5/30: Labor Came Prepared
We started almost two hours late at management’s request, expecting movement on our proposals. Unfortunately, management had no counters ready and asked if we had any. As always, we were prepared. We presented strong counterproposals:
- Article 22.C – Cleaned up contract language by eliminating outdated “Personal Days” and aligning it with “Flexible Personal Days” and “Float Holidays.”
- Article 21.B – Countered management’s vacation request changes with language that supports both operational needs and member flexibility.
Management then caucused again, and we used that time productively — developing additional counters to advance our proposals.
Monday, 6/2: Progress Made, Key Wins Secured
We had productive discussions around all current and existing LOAs and LOUs, working to integrate them directly into the contract — another long-term goal in service of transparency and clarity for our members. Most were agreed upon, while a few still need clarification.
We also reached Tentative Agreements (TAs) on several key items.
Here’s What We’ve Won and Where We’re Holding the Line:
MAJOR WINS for Labor
Article 21 – Vacation Enhancements (Labor Proposal)
✔ New language allows the retraction of approved vacation time — so if plans change, members can return to patient care. This flexibility didn’t exist before.
✔ Vacation cashout preserved via the In-Service Cashout (ISCO) process.
✖ Management rejected additional vacation with longevity and refused to lift the accrual cap — but we continue to advocate for fairer, more flexible PTO policies.
Article 22.C – ‘Personal Days’ Language Cleanup (Labor Proposal)
✔ Outdated “Personal Days” language eliminated.
✔ Clear, updated language on “Flexible Personal Days” (FPD) and “Float Holidays” (FH).
✔ Added language for FPD and FH hours to count toward weekly overtime — a major clarification win, especially for new members.
✖ Management refused to add additional float holidays for longevity, claiming “the employer already provides a generous paid time-off package.” We disagree — and we’re not done fighting.
Article 21.B – Vacation Requests (Management Proposal)
✖ Management proposed scrapping the 12- and 16-week vacation request timelines, essentially forcing members to plan vacations over six months in advance.
✔ We pushed back hard — and won. The final TA keeps the 12- and 16-week timelines intact, while encouraging (but not mandating) 18-week requests. A strong defense of our flexibility.
Article 22.B.2 – Vacation Around Holidays (Management Proposal)
✖ Management tried to limit RDHs to just two major and two minor holidays off per year and to eliminate the collaborative process that lets each office’s RDH team coordinate holiday coverage.
✔ We pushed back — and won. The TA preserves fairness and flexibility. Should a conflict arise, each RDH group will continue having the opportunity to coordinate time off among themselves. If no agreement is reached, the existing process — using seniority with subsequent rotation — remains in place. PTO will still be granted when possible, and we rewrote the language to make it clearer and easier for members to follow. Another solid win for equity, autonomy, and local decision-making.
Another Major Win Under Article 22
✔ We successfully eliminated the confusing "Pay for Holidays Not Worked" section and its complicated calculations under Article 22.A.3. In its place, we incorporated clear, updated language from the November 2006 LOU directly into the contract. This ensures that coded RDHs and benefit-eligible on-call RDHs now have straightforward, easy-to-understand language explaining how holiday pay works, especially when a holiday falls on a regularly scheduled day off.
New Labor Proposal — Advanced Technology & Artificial Intelligence
We also introduced a new proposal focused on Advanced Technology (AT) and Artificial Intelligence (AI). As these tools evolve and bring new possibilities to healthcare, it’s essential to proactively establish clear language promoting high standards of practice.
Our goal is to ensure that AT/AI is implemented in ways that enhance patient care, protect patient privacy, and support — not replace — the skilled work of our members. By setting thoughtful guardrails now, we can embrace innovation while safeguarding jobs and upholding the professional values that matter most to us.
As you can see, we are fully committed to protecting our patients, our profession, our time, our flexibility, and our quality of life. These wins wouldn’t be possible without your support and solidarity. Stay tuned — we’re not done yet, and we’ll keep fighting for the fair contract you deserve!
We only have three sessions left on the calendar and they’re all in July (9th, 28th, and 29th)!
Join us for our next Virtual Tele Town Hall on Sunday, August 3rd at 6:00 p.m.
Topic: RDH BU tele town hall
Time: Aug 3, 2025 06:00 PM Pacific Time (US and Canada)
Join Zoom Meeting
https://aft.zoom.us/j/97166178080?pwd=e43YOmTcME14IiSO2jbFbLpl85vyOx.1
Meeting ID: 971 6617 8080
Passcode: OFNHP
May 21st
Your bargaining team returned to the table yesterday for our sixth session — and we’re bringing the heat.
Yesterday's focus: The Economic Package.
Your survey responses came through loud and clear: It’s time for meaningful wage increases that reflect our value, experience, and the high-quality care we provide every single day.
While across-the-board raises are being addressed at the national level, our local bargaining team is taking bold action to secure improvements right here in our local contract. We’ve proposed:
- Historic increases to hourly wages to align with current market rates.
- Additional wage step increases to honor years of service and long-term dedication.
- New longevity steps designed to retain highly skilled, seasoned RDHs.
- Expanded and enhanced differentials to recognize specialty roles, leadership, mentorship, and advanced skills.
We also advanced proposals based on other top priorities, including:
- Improved bereavement leave — more days, inclusive of diverse family structures, with added travel time.
- Vacation enhancements tied to longevity milestones.
- Guaranteed pay for missed rest and meal breaks, in alignment with state and federal laws.
- Double-time pay for working consecutive days.
- Clearer language regarding job classifications and roles.
Management presented a proposal related to submitting vacation requests, which we are carefully reviewing before offering a counter.
We want you to know our bargaining team is showing up prepared, united, and relentless. We’ve brought forward more than twice as many proposals as management — demonstrating our clear vision, strong preparation, and unwavering commitment to securing a strong contract for our members.
While we did receive a counterproposal on some of the language surrounding flex and float holidays, there is still a great deal of work ahead before we reach meaningful agreements on many of the proposals.
We are committed to fighting for a contract that makes Kaiser Permanente the best place to work — a contract that values our contributions and delivers real, lasting improvements to our working conditions.
Let’s keep up the momentum. Our next bargaining session is on Friday May 30th.
Join us for our next Virtual Tele Town Hall on Sunday, June 1st at 6:00 p.m. for updates and live Q&A.
Topic: RDH Town Hall
Time: Jun 1, 2025 06:00 PM Pacific Time (US and Canada)
Join Zoom Meeting
https://us06web.zoom.us/j/83761470471?pwd=NgeiskkbMWV9og8j4JlOxmcaNd9vHn.1
Meeting ID: 837 6147 0471
Passcode: OFNHP
May 14th
Our Bargaining Team returned to the table for the fifth session with management—and we want you to know, loud and clear: we hear you. Our members' voices, concerns, and experiences are the driving force behind every proposal we bring forward. We're not only ensuring that we're being heard—we are fighting for us!
Hygiene Task Force Update:
We opened our bargaining session on May 14th with a report-out from both sides regarding the Hygiene Task Force. Labor delivered a powerful message and voiced our frustration with the lack of meaningful progress made on this issue. Our members continue to report working into rest and meal breaks and are accumulating unwanted overtime due to the increased demands of the new templates—templates that were rolled out without adequate planning, support, or resources.
We are hearing daily from our members through ADOs, communications, and stewards and the message is clear: both our patient care and our members’ well-being are being compromised by these changes. While much of the Task Force’s work has been focused on reviewing data, we emphasized the urgent need for action—not just analysis. After caucusing, management acknowledged our concerns and committed to scheduling a dedicated meeting within the next week to address these concerns. We also informed management that 60-minute-only templates are still being offered to individual providers, which is both inequitable and a violation of our agreement. These templates should be used only on turbo-hygiene days, when all providers have equal opportunity and assignments follow Collective Bargaining Agreement (CBA) guidelines. As of this yesterday we've been assured this practice will be discontinued—a clear communication has been issued to stop the practice.
Proposals & Progress at the Table:
On-Call Proposal: We’ve temporarily tabled management’s on-call proposal as we gather more input from our members to craft a counter-proposal that’s tailored to our needs and the realities of the care we provide. We understand the importance of ensuring any future language is in the best interest of our patients while maintaining a healthy work-life balance for our members.
Flexible & Core Part-Time Scheduling: This proposal is about empowering our members. It allows more flexibility, better work-life balance, and the ability to adjust our hours at key milestones without sacrificing our role or benefits. Management has tabled this issue for now, citing “shared decision-making” concerns, but we’re not backing down. We’ll keep pushing because we deserve options that fit our life.
Nitrous Proposal: RDHs with nitrous oxide permits deserve fair compensation and recognition for the skill, responsibility, and training it requires. Our counter-proposal includes a differential, adequate appointment time, and reimbursement for certification costs. Our counter-proposal is about respecting our advanced competencies and ensuring we’re compensated for services that benefit patients and the organization.
Personal Flexible Days & Float Holidays: We proposed eliminating outdated “Personal Days” language that is no longer in practice and replacing it with clear, updated contract language for Flex and Float Holidays. Additionally, we sought enhancements to Float Holidays at key service milestones, recognizing that we deserve to be rewarded for retention and commitment. While management responded with some modifications, they rejected the proposal for additional Float Holidays. This topic remains open for further discussion. We firmly believe that establishing clear and consistent contract language for these two types of leave benefits both labor and management. This long-standing issue presents an important opportunity to bring clarity, continuity, and fairness to our contract.
New Proposals:
Education Leave and Professional Development: We’re fighting for real investment in our growth and success. We introduced a proposal to expand education leave, enhance CE support, and include reimbursements for license renewals, certifications, professional memberships, and essential accessories, like loupes and protective wear. This is about recognizing our expertise and supporting our excellence.
Management introduced proposals to revise language in the grievance process and limit PTO requests around holidays. We’re reviewing these carefully to ensure our rights remain protected.
We’ll return to the table on Wednesday, May 21st. In the meantime, we all need to show our unity by wearing red on Tuesdays and bargaining days and remember to take photos with your Alliance signs and either post them on social media with the hashtag #onevoiceonefuture or email them to our Communications department (SBurley@ofnhp.org) to have them posted on OFNHP social media. Your support matters—it gives our entire bargaining team strength at the table.
Save the Date: Join Our Next RDH Tele-Town Hall
Sunday, June 1st at 6:00 PM (PT)
Join us for updates, Q&A, and a chance to connect.
Time: Jun 1, 2025 06:00 PM Pacific Time (US and Canada)
Join Zoom Meeting
https://us06web.zoom.us/j/83761470471?pwd=NgeiskkbMWV9og8j4JlOxmcaNd9vHn.1
Meeting ID: 837 6147 0471
Passcode: OFNHP
In solidarity,
Your RDH Bargaining Team
April 21st and 23rd
The RDH Bargaining Team returned to the table this week for Rounds three and four of negotiations—and we’ve made some progress!
We kicked off the week by signing two Tentative Agreements (TAs):
1. Gender-Neutral Language: Updating contract language to reflect inclusivity.
2. Seniority Language Reorder: This change prioritizes core providers in submitting additional straight time availability up to 18 weeks out, which creates more opportunities for core staff to see their own panel of patients.
We also engaged in in-depth discussions on one of labor’s key proposals: offering flexible and core part-time scheduling options that promote work-life balance, including the ability to downcode hours at key longevity milestones.
While labor emphasized the importance of putting language into the contract to ensure and honor real flexibility and work-life balance, management expressed hesitation. Management prefers to retain full discretion over positions and postings and instead asked labor to “trust” that these discussions will continue to take place in staffing committees. Management suggests we develop creative scheduling options and bring them forward through that committee.
In a strategic move, management packaged our flexibility proposal into one of their key proposals: changes to the current on-call language. They responded to labor’s proposal by introducing three different schedule types and shift options—none of which are enforceable—while proposing new on-call language that significantly increases availability from existing language.
We emphasized that the on-call role has long been the only viable option for our Dental Hygienists who cannot maintain full-time or 10-hour shift schedules. This underscores the critical need to secure contractual language that guarantees real and enforceable flexibility/work-life balance—not just informal conversations or promises.
To date, management has not agreed to any contract language proposals around flexible scheduling for our members.
Other Key Highlights This Week:
- Exchanged several proposals.
- Labor submitted clarification language around CE Leave, Float Holiday, and Flex Personal Day (FPD aka Flex Time).
- Management introduced a new proposal: Mandatory use of Nitrous Oxide—another one of management’s key priorities.
In Summary:
- Two were Tentative Agreements Signed
- Two of Management’s Proposals are on the Table
- Five of Labor’s Proposals are on the Table
Join Us: Tele-Town Hall – This Sunday, April 27th at 6:00 PM!
Topic: RDH Town Hall
Time: Apr 27, 2025 06:00 PM Pacific Time (US and Canada)
Join Zoom Meeting
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Meeting ID: 825 3596 9995
Passcode: OFNHP
This Sunday’s tele-town hall will be especially important as we unpack the details of management’s key proposals that could significantly impact working conditions. We strongly encourage every member to attend, especially our on-calls, for updates, get your feedback, and live Q&A.
Our next bargaining session is on Wednesday, May 14, 2025.
April 7th
Yesterday, the RDH bargaining team reconvened with management to continue negotiations, share interests, and exchange proposals. At the start of the session, our team introduced three proposals reflecting prior conversations: adopting gender-neutral contract language, streamlining seniority provisions, and aligning contract expiration dates with other bargaining units for clarity and consistency. While management chose to table all three proposals, they expressed verbal support for implementing gender-neutral language.
Throughout the day, both parties presented proposals, some addressing shared priorities and others reflecting individual interests. Management raised topics including on-call availability and around clarifying bargaining unit position definitions. Labor proposed schedule flexibility changes and the creation of core part-time positions.
While no Tentative Agreements (TAs) were reached during yesterday’s session, we remain steadfast in our commitment to achieving the best outcomes for our patients and our bargaining unit members.
Our next bargaining sessions are April 21st and 23rd, so make sure to wear red on those days.
March 20th
Yesterday, your RDH bargaining team met with management for our first negotiation session. In our opening statement, we made one thing clear: Our patients and communities deserve the highest quality of care—and that starts with a strong contract that empowers frontline healthcare professionals.
We reinforced to management that respect, competitive wages, safe working conditions, adequate appointment times, flexible schedules, manageable workloads, work-life balance, career growth opportunities, and the necessary resources to perform our jobs effectively are non-negotiable.
After exchanging interests, we immediately jumped into the top concern impacting both our dental hygienists and patients—the hygiene templates. We demanded urgent action and secured an agreement to establish a labor-management task force with decision-makers at the table by this Friday. This group will start meeting immediately and biweekly, addressing key issues head-on and reporting back within sixty days. If meaningful progress isn’t made, we will escalate our demands for contract language that enforces change.
Stay informed and engaged—join our tele-town hall this Sunday for updates and live Q&A.
Our next bargaining session is Monday, April 7, 2025.
In unity,
RDH Bargaining Team