Legacy Meridian Park Techs
Bargaining Tracker
Red Up: Every Tuesday
| Article / Item | OFNHP Position | LMP Position | Tentative Agreement? |
|---|---|---|---|
| Article 1 - Recognition | New job titles added. | Proposed addition of job titles. Does not include Core Tech in the bargaining unit. | — |
| Article 2 - Union Rights | Add PEAC deduction option. | Made management centered proposals claiming administrative burdens. Agreed to Union Leave language. | — |
| Article 5 - Seniority - Layoff/Recall | Create opportunity for bargaining on the impacts of layoff or restructuring of a department. | Agreed to proposed changes. | — |
| Article 6 - Management's Rights | Did not open. | Did not open. | |
| Article 7 - Safety | Proposed language to address unsafe or threatening behavior to bridge where Code Grey and other safe guards do not go far enough to protect employees. | Using language in Legacy policy re: Workplace Violence. | — |
| Article 8 - Hours of Work | Low census language, changes to overtime definitions | Overtime over 40 hours - rejected daily overtime | |
| Article 9 - Job Posting | Proposed language on filling shift vacancies fairly and equitably. | Agreed to the proposed clarification on the differences in Shift Vacancy vs Job Vacancy | — |
| Article 10 - Wages | Proposed a wage counter that includes increases to each step (including after 20 years) and increases to the wage chart each year (OFNHP at 4% each year): scale increases between 2%-3.6%. | LMP at 1% each year and scale increases between .99%-3.6%. | |
| Article 11 - Other Compensation | Increases to Standby Pay - $20/hour, Differentials (Evening, Night, Weekend, Critical Shifts, etc.). Goal is to create differential parity and internal equity amongst Legacy employees - memorialize policy into the CBA (ex. Preceptor Pay and LSI) | No changes to differentials - all differentials at current rate | |
| Article 12 - Clothing | Proposed annual stipend for clothing allowance up to $250. | Rejected $250 stipend | TA |
| Article 13 - Health and Welfare | Inclusive langauge for Spouse/Domestic Partner - eliminate the penalty incurred by spouse/domestic partner that could receive healthcare from their employer. | Maintain quadrauple pricing for spouse who can get insurance from their employer - do not want to eliminate "spouse surcharge" | |
| Article 14 - APL | Increase APL accrual rates and eliminate cap on annual accrual. | Keep cap, moved contract language to current practice. | Accepted last company proposal to adopt current APL policy as contract language |
| Article 15 - Holidays | Add holidays: NYE after 3PM, Juneteenth, Christmas Eve after 3PM. Holiday paid at double time when working and straight time when off. New language: Any shift where the majority of hours are worked inside of the holiday, the entire shift will be paid as a holiday. Memorialize Culture Day. | Agreed to memorialize Cultural Recognition Day and MLK Jr Day in our contract (both are current practice with LMP). | — |
| Article 17 - Personnel File | |||
| Article 18 - Performance Review | |||
| Article 19 - Corrective Action | Introduced language re: Weingarten rights and OFNHP representation | Added changes to Weingarten language that is aligned with OFNHP proposal goals | Accepted last company proposal to adopt current APL policy as contract language. |
| Article 20 - Professional Development | Proposed creating opportunities, incentives and benefits to continuing education. Licensing Support, Tuition Reimbursement, and more. | Countered with Tuition Reimbursement policy that currently exists at Legacy. Denied any additional incentives or benefits to those seeking continuing education. | — |
| Article 22 - No Strike/No Lockout | Protect member rights to concerted activity under the NLRA. | LMP rejects and wants to keep current language. No changes. | — |
| Article 24 - Successorship | Strengthen successorship language. If Legacy sells the buyer would have to adopt your CBA as is and would not be able to layoff or replace without bargaining in good faith with the Union. | LMP rejects and wants to keep current language. No changes. | — |
| Article 25 - Duration | Expiration Date - 2 years and a half years - October 31, 2028. | 31-Mar-29 | — |
| Pay Practice LOA | Agreed to sunset April 30, 2026 | Will expire. | |
| NEW ARTICLE Lactation Breaks | New language: Private space to express milk and 60 minutes paid per shift | LMP proposed unpaid lactation breaks as available through Oregon Law. | |
| Labor Management Committee | Establish a Labor Management Committee to avoid grievances and deal with issues at the department level. | LMP has agreed to create and participate in an LMC. | — |
BARGAINING UPDATES
March 25th
We met with Legacy management for our third negotiations session on Wednesday. We discussed workplace safety concerns, filling shift vacancies in a fair and equitable way, and paid holidays and time off.
At our next session on April 1, we will focus on raises and increases in differentials. These are bargained in your union contract, and the ongoing negotiations will determine what they look like going forward. Recently, some in Surgical Services received their market analysis adjustment from Article 10.2.3. If you think your pay is below market, reach out to learn more about the proposals. Our goal is for every Tech at Legacy Meridian Park to be compensated fairly for your important and valuable labor.
Remember to wear red on Tuesdays. Find a steward or member of the bargaining team if you need some bright red OFNHP swag to wear.
March 13th
Bargaining for your next union contract has officially begun. Your bargaining team met with management this week and passed 11 proposals, including language aimed at improving dialogue between workers and management, increasing the number of paid holidays, and eliminating the cap on how much Annual Paid Leave (APL) you can accrue in a year.
To keep everyone informed throughout negotiations, we’ve created a bargaining update website. We will regularly post updates there, including both the proposals your team has brought forward and the responses from Legacy, so you can see exactly what is being discussed at the table.
Your bargaining team will meet with management every Wednesday. To show support for the team at the table, we’re asking everyone to wear OFNHP red every Tuesday.
I will also be in the cafeteria this Monday from 12:00–4:00 PM with OFNHP swag — including t-shirts and scrub caps — so please stop by. It’s a great chance to grab some union gear and talk about what you want to see in your next contract.
According to our records, you might not currently be a member of OFNHP. Joining your union is one of the most important ways you can support contract negotiations. We are going to need to stand united if we want to win the strong contract you deserve.
You can join online here, or stop by on Monday and sign up in person.
Because you are not currently a member, you have not been able to fill out our bargaining survey. The survey is still open, and so far members have identified the following priorities:
- Wages
- Pay parity for differentials
- Health insurance costs
- APL and work-life balance
Once you join, we will send you the survey so you can share your priorities with your bargaining team.
Your 2026 Bargaining Team
Sean Weiss — Radiology Tech
Sherry McFarland — Nuclear Medicine Tech
Michelle Kublank — Radiology Tech
Jae Bevan — Family Birth
Patrick Ross — General Surgery
Joel Campos — Pharmacy Tech
Alternates
Amy Williams — Radiology Tech
Shelby McCaul — Imaging Lead
Derrick Cisneros — General Surgery
Laura Vergara — Family Birth
Rob Linscott — Pharmacy Tech