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 3 - Non-Discrimination | TA | ||
| Article 4 - Introductory Period | TA | ||
| 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. | TA |
| Article 7 - Safety | Want more infromation on what trainings entail to ensure participants can opt out of activities they are uncomfortable with. | Want to made Code Grey trainings mandatory | — |
| 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 | 4% Year 2 4% Year 3 - plus 2% each step after 20 years (recognize longevity) - dropped longevity stipend | 1% increase to wage chart in Year 2 and Year 3 from initial proposal. | |
| Article 11 - Other Compensation | Moved closer to parity with other differentials hospital wide. | 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" | TA |
| Article 14 - APL | Increase APL accrual rates and eliminate cap on annual accrual. | Keep cap, moved contract language to current practice. | TA |
| Article 15 - Holidays | Still holding on paid holiday for all regardless of working on the day or not. Adding Juneteenth and Christmas Ever after 15:00. | 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 to have Legacy cover the cost of licensure, certifications and membership of professional associations. | 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 | Focusing language to remove picketing restrictions from current contract language. | LMP rejects and wants to keep current language. No changes. | TA - current contract language |
| 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. Currently holding on language. | LMP rejects and wants to keep current language. No changes. | TA - current contract language |
| 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. | TA |
BARGAINING UPDATES
July 1st
Your bargaining team has been in negotiations with Legacy since February. We are writing to you today because Legacy has made it clear through its lack of movement on financial issues that if we want a contract that fairly compensates us for the lifesaving work we do, we will need to take action together.
The good news is that we have reached agreement on many non-financial issues and on a year one wage scale. Legacy offered a step plan that provides rapid growth for new hires and room for advancement over 20 total years. We believe this wage scale is fair and will result in significant increases for many of us in year one, so we agreed to it.
The bad news is that Legacy’s most recent proposal for years two and three of our next contract included across-the-board increases of only 2% and 1%, respectively. These increases are intended to adjust our step plan to keep pace with inflation, but at those levels the wage scale would almost immediately fall behind rising costs.
Additionally, we know that Meridian Park nurses, as a result of contract negotiations by our union siblings at other Legacy worksites, received corresponding increases to their differentials. We have proposed evening, night, and weekend differential parity with what our nurse coworkers are already earning, as well as expanding the current Cath Lab stand-by differential to all techs. Legacy has refused to move on differentials at all.
We believe this is an issue of fairness. Differentials compensate us for time spent away from our families, and no one's family time is more valuable than anyone else's.
Current Proposals
| OFNHP | Legacy |
| Year 1: Adopt 20 Year Wage Chart with yearly step increases | Year 1: Adopt 20 Year Wage Chart with yearly step increases |
| Year 2: 4% + 2% Longevity bonus after 20 years | Year 2: 2% with no Longevity |
| Year 3: 4% + 2% Longevity bonus after 20 years | Year 3: 1% with no Longevity |
| Retro pay to 4/1/26 | Pay raises implemented 2 months after ratification |
| $3,000 ratification bonus to drop wage chart arbitration | No bonus ratification, but we still must drop arbitration to reach agreement |
| Legacy pays for Certifications, Licensing, and Professional Association fees | No changes to continuing education language |
| Daily overtime after scheduled shifts | Overtime only after 40 hours in a week |
| Evening Shift Differential: $3.00/ hour | Evening Shift differential: Status Quo |
| Night Shift Differential: $9.50/hour | Night Shift Differential: Status Quo |
| Weekend differential: $3.25/hour | Weekend Differential: Status Quo |
| Stand-bye: $10/ hour for first 34 hours of a pay period, 15$/ hour after 34 hours (current Cath Lab practice for everyone) | Stand-bye: Status Quo |
| Proctor Pay: $2.75/hour | Proctor Pay: Current Practice |
Talking has gotten us this far; now it's time for action.
In the coming weeks, bargaining team members will be reaching out to ask you to commit to attending a picket. To be clear, a picket is not a strike or a work stoppage. Instead, it's a public demonstration of our strength and solidarity. It's an opportunity to raise awareness and put public pressure on Legacy to fairly compensate its employees.
We are bargaining with Legacy again on July 13, and we believe a deal may be within reach—but only if we convince Legacy that it's in their best interest to move toward our proposals. That is only possible if they begin to feel pressure from all of us.
Please don't hesitate to reach out to a bargaining team member if you have any questions.
Click here to read more and see your bargaining team.
May 13th
Your Bargaining Team continues to show up at the negotiating table fighting for stronger contract language, workplace protections, higher wages and differentials, and the contract we all deserve. We met with Management on May 13th and saw few changes. Legacy proposed an additional 1% increase in the second year of the contract, but it still is not enough to keep up with the inflation we are all experiencing. On the same day as bargaining, the U.S. Bureau of Labor Statistics reported that inflation jumped in April 2026 to the highest level in nearly three years. Our Union proposals include higher wage increases in each year of the contract, a ratification bonus, and a longevity bonus for those at the top of the scale. Your team is working together to win the changes we deserve and continues to stand firm.
Our union stewards and workplace leaders have been all over the hospital over the last few weeks bringing as many people as possible into the conversation about our contract. So much is at stake, and real change will require all of us coming together to demand the ability to provide the highest quality of care and a future we can look forward to for ourselves and our families.
On June 2nd, there will be a union recertification vote taking place at the hospital. We need a strong YES vote to send a message to Legacy that we are full partners in the delivery of care. Voting NO will return all decision-making authority back to Legacy.
April 22nd
Our bargaining team met with management this Wednesday to continue negotiating our next union contract. We proposed a robust wage scale that would provide both yearly across-the-board increases (ATBs) to keep up with inflation and step raises on each employee’s work anniversary to reward you as you gain experience on the job.
OFNHP has proposed a range of increases each year between 6% and 7.6%. Legacy is instead arguing for raises between 1.99% and 4.6%. Another key difference is that we believe bargaining unit members with more than 20 years of experience should continue to see increases year after year, while Legacy’s proposal offers none. Recruitment and retention through competitive wages in years 1–3 are important, but we know that most of this bargaining unit has 10+ years of experience. Our bargaining team believes that our time and commitment to Legacy should be respected and compensated fairly.
As we continue to face challenges throughout bargaining, we need your help to send a strong message to management that we are united in fighting for fair wages, strong working conditions, and the power to join with your co-workers to demand change. We have made good progress at the bargaining table, and we believe a fair deal is within reach. We should always be prepared to take collective action. Be on the lookout for ways to get involved.
If you have any questions, don’t hesitate to reach out. You are also encouraged to join us at our two upcoming Meridian Park Bargaining Update Meetings.
- May 4th Cafeteria Conference room 11:30am-1:00p,.
- May 5th CHEC 104 (Education Center) 7:00pm-8:00pm.
You can attend the meeting by Zoom with the following Zoom information:
https://aft.zoom.us/j/5237530976?pwd=K5VG8jnS68tGpKIQqhTaR0Rlpk7xFD.1&omn=99989924497
Meeting ID: 523 753 0976
Passcode: OFNHP
April 15th
Your bargaining team met with management this morning. Your team has decided to focus on increasing differentials in our next contract, and we are seeking parity with the nurses you work alongside. Today we countered Article 8, which covers your hours of work, Article 11, which covers all compensation outside of regular wages, and Article 15, which covers holidays. We also dropped a proposal we had made for a small clothing stipend so we could focus new money on your differentials. To see a summary of all proposals, please visit our bargaining website:
Later in the day, your team met with Grace Musilli, an AFT wage expert. She is helping us understand Legacy’s wage proposal and prepare our own robust wage scale. We anticipate this will be ready by next week.
As a reminder, OFNHP is holding a training for members to learn about the new law that allows you to collect unemployment benefits if you go out on strike. Please join us virtually next Wednesday at 5:30pm. You can RSVP here, and we will follow up with a Zoom link.
We are also working on scheduling Meridian Park membership meetings the week of May 4th. The purpose of these meetings will be to update all of you on exactly what is being proposed in bargaining and for us to make a plan to ensure you end up with the best contract possible. Stay tuned for updates.
April 8th
Your bargaining team met with management yesterday to discuss economic proposals. Management brought in two compensation experts to explain their current process for wage placements and wage audits.
We have made a number of proposals seeking differential pay equity with nurses at Meridian Park. Your team’s philosophy is that while wages are based on job skills and qualifications, differentials should be the same for everyone. We are also asking for a significant increase to on-call pay. Right now, if you need to pay for childcare while on-call, you are effectively losing money. Additionally, we proposed returning to employees earning overtime after their scheduled hours, not just after 40 hours in a week, as well as paid lactation time and space to lactate for 12 months after birth.
Management proposed a 20-year wage scale, with an average of 9% wage increases over three years, inclusive of API. While we appreciate that we are in agreement on the need for a transparent wage scale, we have a lot of work to do to move management toward one that adequately compensates all employees.
To see a summary of the current positions of both your bargaining team and management, please visit our bargaining webpage.
Don’t forget to wear Red on Tuesdays!!!
We also have two digital meetings you should add to your calendar. First, this Saturday, April 11th is our all-member meeting, which will be from 10an-11:30am and you can click here to register for. We also are having a training on unemployment insurance on April 22nd at 5:30pm, and you can RSVP for that here.
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