After months of negotiations and countless volunteer hours invested by your bargaining team and stewards, we have reached a Tentative Agreement (TA) on our new Collective Bargaining Agreement (CBA) for the Techs at Legacy Meridian Park!
This contract includes a new 20-year step plan, a Labor Management Committee to address workplace issues, as well as a number of changes to clean up language from our contract, and to protect and expand our rights as Legacy employees.
Legacy never intended on being a Union employer and they negotiated our first contract with the expectation we would be working for OHSU by now. The Legacy team pushed back and denied our proposals for investment in our professional development and equalize our differentials across all our members. At the same time we were bargaining this new contract, we had to fight back a decertification attempt and recertify our Union recognition. In the end, we have gotten a solid contract based around a new, higher wage scale and further non-economic protections.
Our new step plan is a traditional union pay plan, meaning you will receive a step increase every year on your Salary Review Date until you reach the maximum step, and everyone’s pay will increase “across the board” on the same day in April of 2027, 2028, and 2029. We should note that the 2029 increase is a “bridge” while we will be in negotiations for our successor agreement.
This TA comes after months of hard work by our bargaining team and the members who have gotten active, talked to their coworkers, and even rallied with our community. We want to thank every member who showed up, spoke out, and fought for a fair contract.
Here are our topline victories:
- Daily Overtime Restored: Members whose pay plans previously included daily overtime based on their schedules (such as 8/80) will once again be eligible.
- Wage Increases and a New Step System:
- 2 pay periods after ratification, the new wage chart goes into effect. The wage chart will bring all employees up between 3–9%.
- There will be ATB increases each year on April 1st and a step increase each year on your salary review date (SRD). Step increases are 2% on average.
- ATB Nov 2026: varies by placement
- ATB April 2027: 2% + step increase on SRD
- ATB April 2028: 2% + step increase on SRD
- ATB April 2029: 1% and contract reopener
- Labor Management Committee Established: For the first time, LMC Techs will have a formal committee to address workplace issues with management.
- Cath Lab Protections: Standby and short-rest practices are now protected in contract language and cannot be arbitrarily taken away.
- Professional Development: Tuition reimbursement can now be used for approved certification and licensure expenses.
- Stronger Contract Protections: Language covering low census, shift and job vacancies, lactation breaks, corrective action, and the Staffing Committee.
- Cultural Recognition Day: This holiday is now memorialized in our contract.
The new contract will expire in October 2029, at which point we will enter into another campaign for our next agreement.
Ratification comes next: This TA is, by its nature, tentative, because you have the ultimate say as to whether or not it will be ratified as our contract. We will be organizing a ratification process where members can review the full agreement, ask questions, and vote on whether to approve the new contract. More information on that process will be coming soon.
This victory belongs to every member who stood together throughout this fight. We not only fought for a contract that honors our work, we fought to retain our union rights and came out stronger than we entered. When we stand together, anything is possible.