Highlights of the RDH Bargaining Unit 2025 Tentative Agreement
After a year of tireless effort, countless hours of preparation, and unwavering dedication, including evenings, weekends, and beyond, we are proud to announce a truly historic achievement: Your RDH bargaining team has reached a Tentative Agreement!
This is the first new agreement in over 20 years to deliver meaningful economic improvements and address key member priorities, a major milestone in our bargaining unit’s history.
This accomplishment reflects the strength of our collective efforts, our solidarity during the strike and continued workplace actions made these significant improvements possible.
The tentative agreement represents nearly $450,000 in annual economic benefits for our bargaining unit. Beyond financial gains, it secures advancements in scheduling flexibility, equity, clarity, and protection of long-standing practices. Major achievements include:
- Historic wage scale enhancements, including new experience and longevity steps
- New differentials rewarding mentorship and weekend shifts
- Double-time pay for consecutive workdays
- Improved staffing language and flexible shift options
- Expanded bereavement leave reflecting shared values, provides equitable, compassionate leave
- Stronger hygiene support for nitrous oxide administration/appointments (with reimbursement for endorsements)
- Strengthened continuing education (CE) language and an expanded reimbursement allowance for loupes and other professional equipment/accessories
- Comprehensive clean-up of contract language and LOUs/LOAs for consistency and fairness with clearer definitions and seniority rules
This agreement is tentative and will only take effect after ratification by our OFNHP RDH members, following the conclusion of a national-level tentative agreement. Your RDH Bargaining Team fully endorses this agreement and recommends a YES vote.
We will share the full TA document for your review prior to the ratification vote. In the meantime, please refer to this summary as you prepare your questions and feedback.
Read TAs here:
- Wages Appedix A, New Tenure Step 3, Longevity Step, Weekend and Mentorship Differential
- Article 6 Employee Definitions, On-Call, Coded Per Diem, Removal of In-House Agency
- Article 10 Schedules, Flexible Schedule Patterns, Overtime, Consecutive Day Pay, and Saturday Shifts
- Article 13 Health & Safety, Nitrous Oxide Administration
- Article 17 Compensation, Clinical Mentorship, and Differential
- Article 27 Duration of Contract
- Side Letters, Nitrous Job Description, Leave of Abscence & Benefits, and Downcode Requests
Article 12(D) – Application of Seniority (Order of Application)
Article 12 – Geographic Areas and Removal of Contiguous Language
Article 17.B.5–6 – Eugene Travel and Mileage (Mileage Reimbursement and Travel Time Pay)
Article 22 – Holidays, Flexible Personal Days, and Float Holidays
Side Letter of Intent – Gender Neutral Contract Language (Pronouns Update)
Side Letter – LOU / LOA Clean-Up (Incorporation, Sunset, and Appendix Review)
Article/Section
Issue
Win
Why It Matters
Wages & Compensation Market lag; inflation, increased cost of living, the need for fair compensation, only two experience steps (the need to honor skills/experience); do not have longevity step honoring legacy/retention; the need for additional differentials/incentives for mentorship and weekend shifts. Added tenure Step 3 (+2% increase at 24 months experience). With the current proposed ATBs, this means all members with 24 mos experience or greater will receive an 8.5% pay increase the first-year post ratification. Additionally, we won a longevity step (+2% at 20 years starting January 2027). With the current proposed ATBs, this means all members with 20+ years of service with KP will receive an additional 8.5% at year two post ratification: that’s a total of 15 to 17% in the first two years. Also won Weekend/Saturday differential ($5/hr) after meeting minimal Saturday requirements and for Core, they’ll get this differential after coding or more than 3 shifts in a year; mentorship differential ($1.50/hr). Honors commitment, legacy, experience, supports retention, and compensates for mentorship/sharing wisdom and guiding new generation of RDH bargaining unit members. Equity & Inclusive Language Contract language did not reflect KP and OFNHP’s shared equity and inclusion values. Updated contract with gender-neutral language; replaced pronouns with “the registered dental hygienist(s)” or “an RDH”; redlining co-led by one rep from Labor and one from Employer. Improves readability, reduces confusion, and reflects shared values. Article 6 – Employee Definitions Definitions unclear; seniority order inconsistent; outdated job classifications. Reorganized classifications by seniority; clarified FT/PT definitions; eliminated In-House Agency Employee and added Coded Per Diem Employee. Reduces scheduling conflicts, protects on-call hours, and supports fair/consistent seniority application Article 6 – On-Call Availability Management proposed increased availability (4 shifts per pay period, 2 shift to match employer need and 1 Saturday per month. Won limits: Only 12 shifts per year, only 1 Saturday per quarter; limit availability requirement to only one geographic area; members can choose to volunteer to other locations/areas per their preference. Preserves flexibility and work-life balance for our on-call members. Article 9 – Grievances Management wanted to remove mediation step. Secured standardized grievance procedure across all six bargaining units across OFNHP: faster movement with new eyes/managers at Step II. Ensures quicker, fairer resolution and accountability. Article 10 – Saturday Shifts Management wanted to improve staffing for Saturday shifts, backfill with Coded Per Diem (new job classification), On-Call, and no cap for Core and Float employees. Labor wanted equity across all work groups with limits; and eliminate requirement for Floats or On-Calls to be available/work in “two contagious geographic areas.” Labor also wanted members to be incentivized for Weekend shifts. We won a $5 per hr Saturday/Weekend differential.
We won limits for Saturday shifts across all work groups:
Core – By volunteer first, and no more than 3 per year.
Float – 1 every 2 months, limit to only one geographic area.
On-Call – 1 per quarter, limit to only one geographic area.
Coded Per Diem – 1 per month
Preserved/retained Saturday shift advance signup.
Incentivizes members from having to work on weekends, protects work-life balance, and ensures parity across all workgroups. Article 10 – Schedule Patterns & Overtime Only 4/40 recognized; no flexible schedule options or patterns, no double-time pay for working consecutive days. Introduced and won double-time pay for consecutive days.
Added 4/40, 4/36, 5/40 flexible schedule patterns; defined OT & DT triggers; retained/preserved innovative schedule language.
Creates a structured roadmap that opens a formal pathway for the staffing committee to evaluate and implement future flexible part-time and full-time scheduling options, including compensation for employees working consecutive days. Article 10 – Meal & Rest Periods (CIT) Unable to combine breaks; this became a major issue when lunch hours were changed in both Washington and Oregon earlier in 2025 (compliance issues). Secured agreement from KP to apply for a variance with the state of Washington to allow staff to be able to combine breaks and lunches. Improves flexibility for members and compliance. Article 12 – Locations & Seniority Names of office locations and regions are outdated, unclear seniority definition/rules when two or more members hired on the same date. Updated regions (North, West, East, Mid Valley, Eugene/Springfield); Eugene/Springfield is its own region now; removed “contiguous area” requirement; clarified seniority and tiebreaker by birthday; new seniority order. Transparent, updated/defined locations/regions, fair work assignment and reduced cross-region mandates. Article 13 – Nitrous Oxide Management wanted to eliminate “voluntary” language for parity that all members provided Nitrous services; Labor wanted safeguards, incentives, and most importantly, guaranteed hygiene support for timely/efficient patient care. We won language in contract that Employer ensures hygiene support for all patients requiring Nitrous Oxide; members will have the ability to opt-out for medical reasons (this language did not exist before); OR members will be reimbursed for two renewal cycles ($80 total). Ensures parity, safety, better care, support, and reimbursement for two cycles of nitrous renewal. Article 15 – Continuing Education Confusing CE table; unclear entitlements; early in 2025 many members were not getting paid for their CE days, this was hard to grieve since there is no clearly defined contract language listing the number and eligibility of CE days besides the ambiguous table, making grievance filing challenging. Additionally, the need for professional reimbursement such as licensure, prof associations, and equipment such as loupes, lights, battery packs and other accessories. Clearly defined CE days for each work group:
Full-Time – 3 total days
Part-Time & Benefit Eligible On-Calls – 2 total days + prorated 3rd day
Grievance pathway
$500 reimbursement for professional equipment such as loupes, lights, batteries, and other accessories.
Strengthens and guarantees CE time (days) and professional support/reimbursement; also, provides for equitable application and clarity. Article 17 – Clinical Mentorship No recognition or pay for mentorship. Added new language (definition and eligibility) for mentorship; also introduced $1.50/hr differential. Recognizes and compensates for mentorship contributions. Article 17 – Eugene Travel & Mileage LOU Confusing LOU: Lots of inconsistency when reimbursing members for travel time and mileage for working/covering a shift at the Eugene location; sometimes it was incorporated it into the day or paid OT. Integrated and improved language into contract; including mileage reimbursement. Now members will be reimbursed for both, travel time and mileage, when covering/filling a shift at the Eugene location. Clarity and fair compensation for both travel and mileage. Article 21 – Vacations Currently members do not get extra vacation time beyond 10 years of service; do not have language that vac hours count toward 40 hr week for computing OT (only current/past practice); no retraction option language if plans change. We won language allowing vacation retraction; memorialized vacation hours counting towards computing weekly overtime. Adds flexibility when plans change and protects overtime pay. Article 21 - Vacation Requests & Holidays Management wanted to remove timeline for vacation requests to state, “before schedules are released” to support 6+ month patient scheduling and limit PTO for members around the holidays. Won and preserved 12/16-week timelines; add language encouraging 18-week requests; retained, preserved and improved current language for time off around holidays for equity, flexibility, and autonomy. Defends fairness, flexibility, and seniority rights. Article 22 – Holidays & Personal Days Outdated (no longer followed) language of “Personal Days” and how holiday hours are paid for part-time members. Also, we have no language in our contract about Flexible Personal Days (FPD) and Float Holidays (FH), also that FPD or Float Holiday hours count towards 40 hr week for computing OT. This all lead to unnecessary grievances over the years. Removed old/outdated “Personal Days” language and added clarified/defined language re FPD/FH; confirmed/added language re OT inclusion (that FPD and FH hours count towards computing weekly overtime); integrated 2006 LOU for holiday pay with improved/clear language. Reduces grievances and ensures consistent pay. Memorialized Flexible Personal Days and Float Holidays. Article 23 – Bereavement Leave (CIT) Current language is outdated and did not reflect KP and OFNHP’s shared equity and inclusion values. Limited days; high travel threshold; no “chosen family” coverage. Increased bereavement leaves from 3 to 4 days (+2 days for 250+ miles, lowered from prior level of 300 miles); gender-neutral family definitions/terminology; added supplemental benefit once per year for the loss of an individual who does not fall under the list – ensuring those with chosen family have adequate and fair time to grieve. Reflects shared values, provides equitable, compassionate leave to ensure members have adequate and fair time to grieve. Non-Industrial Illnesses (this agreement is a policy change; TA at CIT) Previously, absences following Employee Health protocols (such as COVID quarantine) could trigger joint discoveries, or even potential member discipline. Absences related to non-industrial infectious recommendations by Employee Health will not be counted against our members on the punitive KPNW Attendance Policy. Protects members following health protocols. Clean-Up of LOUs/LOAs Numerous outdated LOUs/LOAs caused confusion/unnecessary grievances. Integrated active LOUs/LOAs; sunset outdated ones. Creates a clear, enforceable contract and minimizes grievances. Side Letter: Nitrous Job Description Current job description did not reflect nitrous permit/endorsement requirement Update job description to include nitrous oxide endorsement/permit as a basic qualification; employer will reimburse up to $40 twice for Oregon endorsement. Clarifies expectations for applicants and provides reimbursement for renewal (OR). Side Letter: Leaves of Absence & Benefits Language Outdated/inaccurate language in multiple articles. Within 90 days of post-ratification, a joint committee will update language in Articles 11, 13, 16, 17, 18, and 23; disagreements resolved in favor of current language. Ensures accuracy and clarity in benefits and leave provisions. Side Letter: Downcode Requests Need for management commitment to prioritize downcode requests submitted prior to Dec 12, 2024. Won commitment from management that downcode requests submitted by Dec 12, 2024 will be prioritized for next phase of downcode approvals; will continue ongoing discussions for flexible schedules. Promotes transparency and fairness in granting downcode requests and scheduling flexibility.