Article 27 - Salary Increase

• Effective February 1, 2026—2.5% COLA.
• Effective January 1, 2027—4% COLA.
• Effective February 1, 2027, an additional step shall be added to all salary ranges. Employees who are at the top step prior to implementation of the new top step and have been employed with the State for ten (10) or more years will be moved to the next step in the salary range on February 1, 2027. All employees who are at the top step prior to implementation but have been employed with the State for less than ten (10) years will have their prior Benefit Service Date (BSD) restored, using the same month and day, and will be eligible to move to the new top step on their next BSD after implementation.

Article 31 – Insurance

• For Plan Year 2025, employees enrolled in a medical plan that is at least 10% lower in cost than the monthly premium rate for the highest cost medical plan available to the majority of employees, the Employer will pay 99% and the employee will pay 1% of the premium.
• For Plan Years 2026 and 2027, employees enrolled in a medical plan that is at least 5% lower in cost than the monthly premium rate for the highest cost medical plan available to the majority of employees, the Employer will pay 99% and the employee will pay 1% of the premium.
• For all other employees during plan years 2025, 2026 and 2027, the state will pay 95% and the worker will pa

Article 123 – Inclement or Hazardous Conditions

• Closures and curtailments will be made in accordance with the statewide Temporary Interruption of Employment Policy (60.015.01).
• The Employer/Agency will announce closures or curtailments to employees no later than 5 am.  When a closure is announced after a curtailment has already been announced or a curtailment is extended, the Employer/Agency will announce the change as soon as the decision is made.
• Reworded Article for clarity.
• Increased Inclement Weather/Hazardous Conditions Leave from 40 hours to 56 hours per biennium.
• Added language clarifying that an employee would be paid for the remainder of their shift if an office or facility is closed following the beginning of an employee's shift so long as no work is available, no alternate work location is available, or the employee is approved to work from home but is unable to do so for reasons beyond their control.  If an employee declines to work from an alternate worksite, the employee will use accrued vacation hours, compensatory time off, personal leave time or leave without pay.
• When a situation arises that a non-essential employee is required to report to work, in-person, during an Inclement Weather/Hazardous Conditions event, the employee shall receive the Essential Worker Inclement Weather/Hazardous Conditions Pay differential under Article 26, Section 14.
• The State will outline the factors that are used when making closure or curtailment decisions.

Article 138 – Working Remotely

• When remote work is requested, the supervisor will conduct a specific assessment of an individual employee's unique job duties and circumstances. Ad hoc in person meetings, trainings or other in-person requirements shall not be the sole reason to determine if an employee is ineligible for a remote work agreement.
• Remote work agreements shall not be arbitrarily modified permanently in any way.
• Out-of-State employees who have an approved Remote Work Agreement will not have their agreement rescinded with less than thirty (30) calendar days' notice.
• Alleged violations of this Article may be appealed directly to DAS LRU within 30 days of the alleged violations. Such appeals are not arbitrable.
• Any alleged violations of sections (3) or (4) of this article may be appealed directly to an appeal panel consisting of a representative of the DAS LRU and a Union designee. Decisions and remedies shall be rendered by the panel no later than thirty (30) days after receipt of the appeal by the panel. The decision and remedy are not arbitrable and will be binding on the parties. If no decision is rendered by the panel, then the supervisor's decision will stand.

New Letter of Agreement – Seasonal and Intermittent Workforce Committee

• A joint LMC will be established to discuss the current contract language in Article 71.  The committee will be established no later than January 1, 2026.

The committee will be tasked with reviewing the application of Article 71 by agencies who employ seasonal and/or intermittent employees.

New Letter of Agreement – Structural Changes To Pay Practices

• Based on the timeline set out in this LOA, the State will implement the following structural changes to the State's pay practices: The State will pay employees utilizing a lag period (rather than forecasting hours). The State will pay FLSA non-exempt employees on an hourly basis. The States will transition all employees to bi-weekly pay periods.

• The Parties agree the current Workday configuration complies with the 2025-2027 collective bargaining agreement for the duration of the agreement.

• A joint labor-management advisory committee will be established to discuss and make recommendations to the Payroll Transformation Governance Committee. The advisory committee will be tasked with the following items:

• The committee will review the time entry interface and payslips, and make recommendations for user experience and clarity. The committee will preview and give feedback on the payroll training programs that are created for employees. The opportunity to participate as users to conduct testing during the testing phases of the project. Assist with planning, reviewing and advising on payroll related communications (including topics, types and frequency). Provide recommendations for employee payroll training (including topics, types and frequency), support, and technical assistance. Identify and create toolkits that include transition support resources available to employees at no cost, such as financial counseling services and planning resources. The advisory committee will develop a plan and recommended timeline for transitioning agencies whose workweek is not currently a Sunday to Saturday workweek to that workweek. The committee will identify the areas of the collective bargaining agreement where the agreed upon structural changes are applied such as: pay dates, pay frequency, references to monthly salary versus hourly pay, deductions, leave accruals, holiday proration, union dues, PEBB contributions, etc. This list is not exhaustive and may be expanded as the contract is reviewed by the joint labor management committee in preparation of implementing the structural changes. These recommendations will be shared with the union and state bargaining teams prior to the commencement of 2027-2029 successor negotiations.

• The Transformation Project team will provide the following to the advisory committee: the list of finalized system requirements. monthly updates on project progress including, but not limited to: anticipated project schedule, milestones completed, and information on upcoming project work. Independent Quality Management Status (IQMS) reports on a regular basis, but no less than quarterly. Changes to Appendix A.

• Timely and Accurate Pay: It is the Employer's responsibility to ensure timely and accurate pay. Employees are expected to prepare and present accurate and timely documentation of their time and attendance. Supervisors must review all entries on the employee's time record. The review should consider each time element reported as well as considering time elements not reported. If errors are detected on the time record, the supervisor must coordinate with the employee to correct the time record timely according to the payroll calendar. An FLSA non-exempt employee's FTE will remain the same with the transition from paying employees on a salaried basis to paying employees on an hourly basis. All managers/supervisors will be required to take an initial live training with Q and A on payroll entry, payroll approval, and how to read paystubs. These trainings will have no more than one hundred (100) people per training. They will be offered regularly and on an ongoing basis. Current employees will have the option to take these training sessions and will be allowed to retake them. All new employees will receive the training. All payroll staff will receive a live training to ensure that payroll is being handled in a standard way statewide. Answers to the most frequently asked questions that represented and supervisory staff ask will be included in this training. This FAQ will also be posted within the payroll system for employees to access. Employees will receive an example paystub and training on how to read the paystub and how to enter their time. There will be a payroll system assistance team accessible by phone and email that will provide support to phone calls and emails within twenty-four (24) hours.

• Transition Support: For a limited period of six (6) months prior to the transition through six (6) months after the transition January 1, 2026 through December 31, 2026, employees may utilize their existing pre-retirement planning leave (Article 64) to participate in financial counseling through EAP or to make any necessary financial changes such as contacting debtors to adjust payment due dates or to make changes to current payroll deductions. During the transition period (one (1) month prior to the transition date to three (3) months after the transition date), the State will maintain a rapid payroll error response system. Underpayments will be resolved pursuant to Article 29, Section 11.

• Transition timeline:

• July 1, 2027—Final Full Month Pay (for June 2027)

• July 16, 2027—Pay Period (July 1 - July 3) Average 16 hours for M-F employee

• July 30, 2027—Pay Period (July 4 - July 17) 80 hours for FT employee

• August 13, 2027—Pay Period (July 18 - July 31) 80 hours for FT employee

• August 27, 2027—Pay Period (August 1 – August 14) 80 hours for FT employee

• September 10, 2027—Pay Period (August 15 – August 28) 80 hours for FT employee

• September 24, 2027—Pay Period (August 29 – September 11) 80 hours for FT employee

• October 8, 2027—Pay Period (Sep 12–Sep 25) 80 hours for FT employee

• October 22, 2027—Pay Period (Sep 26–Oct 09) 80 hours for FT employee

• November 05, 2027—Pay Period (Oct 10–Oct 23) 80 hours for FT employee

• November 19, 2027—Pay Period (Oct 24–Nov 06) 80 hours for FT employee

• December 03, 2027—Pay Period (Nov 07–Nov 20) 80 hours for FT employee

• December 17, 2027—Pay Period (Nov 21–Dec 04) 80 hours for FT employee

• December 31, 2027—Pay Period (Dec 05–Dec 18) 80 hours for FT employee

• If it is determined that the transition cannot occur within the timelines outlined above, the State will notify the Union of the delay as early as possible, but no later than four (4) months prior to July 1, 2027. The Parties will meet and discuss the new timeline.

• Transition Support:

  • One-time allotment of paid leave: Eligible employees will be granted a one-time allotment of forty (40) hours of paid leave ninety (90) days prior to the implementation date of the payroll transition.

    Employees may choose to use the leave as paid time off or request to cash the leave out. Requests and approvals to use the paid time for leave purposes will follow all applicable contract language related to the use of vacation.

    Within nine (9) months of receiving the forty (40) hours of paid leave, employees may elect to cash the leave out in full or in smaller increments, not to exceed two (2) cashouts during the nine (9) month period.

    The forty (40) hours of paid leave will be given in a distinct bank of leave separate from an employee's vacation bank. The distinct bank of leave will not impact an employee's vacation accrual limit, the ability to carry vacation when transferring to another Agency or the amount of vacation an employee may cash out upon separation.

    All paid leave hours granted in this Agreement that are not used will be cashed out to the employee one year after they were granted.

  • One-time payment: A one-time payment of one thousand seven hundred ($1700) dollars will be issued to eligible employees.

    The one-time payment will be pro-rated for part-time and seasonal employees.

    Eligible employees will receive the one-time payment on the first (1st) paycheck issued on a bi-weekly basis, unless the first (1st) paycheck issued on a bi-weekly basis occurs after July 1, 2027. If the first (1st) paycheck issued on a bi-weekly basis occurs after July 1, 2027, the one-time payment will be issued on the last monthly paycheck in the 2025-2027 biennium.

Article 45 – Filling of Vacancies

• SEIU represented temporary employees who are currently employed with the state shall be treated as internal candidates for job postings they apply for within their Agency or other state agencies.

Article 22—No Discrimination

• Upon receipt of the grievance, an evaluation shall be conducted to determine whether safeguards are necessary and, if so, what safeguards should be implemented. The evaluation for safeguards may be modified and updated as needed based on new information that might be discovered as the investigation progresses.
• Agencies will maintain an internal complaint procedure that includes an escalation process for the statewide Discrimination and Harassment Free Workplace Policy. The internal complaint procedure will be included in new employee onboarding. Upon receipt of a complaint, an evaluation shall be conducted to determine whether safeguards are necessary and, if so, what safeguards should be implemented. The evaluation for safeguards may be modified and updated as needed based on new information that might be discovered as the investigation progresses. Any alleged violations of the statewide Discrimination and Harassment Free Workplace Policy are not subject to the grievance and arbitration procedure outlined in Article 21.

Article 1 – Parties to the Agreement

• Housekeeping to update Agency names.

Article 2 – Recognition

• Housekeeping to update Agency names.
• Added language clarifying that retired state employees working in temporary appointments are excluded from being SEIU represented temporary employees.
• Added “calendar" days throughout Section 4 for clarity.

Article 4 - Term of Agreement

• Two-year term of agreement effective date of ratification through June 30, 2027.

​Article 10 - Union Rights

• Added language allowing steward paid time off to be present, upon request, when an employee is reporting discrimination or harassment in the workplace through the process set forth in DAS Policy.
• Revised language to allow union stewards and/or sub local officers the ability to take up to twelve hours of paid time off per calendar year during regularly scheduled working hours at a mutually agreed upon time to attend meetings or trainings that pertain to labor-management issues, collective bargaining updates, or any other non-political topics.

Updated report fields in numerous reports.

 ​​Article 14 – Negotiations Procedures

• Housekeeping to update Agency names.
• Increased Central Table union bargaining delegates from 10 to 12.

Article 19—Personnel Records

• If the official personnel file or supervisory working file is stored at a different location, the Agency may, at its discretion, allow the employee to view the file at a location determined by the Agency, provide an electronic copy, or deliver a copy of the file to the employee for review within five (5) business days of their request.
• Clarified if supervisory working file cannot be made available due to the absence of a supervisor, an extension of up to 10 business days will be granted.

Article 21 - Grievance and Arbitration Procedure

• Restructured Article for clarity.
• In cases where the grievant is a steward, the grievant cannot be the steward of record.
• Housekeeping changes throughout Article.

Article 22T—No Discrimination (Temps)

• Upon receipt of the grievance, an evaluation shall be conducted to determine whether safeguards are necessary and, if so, what safeguards should be implemented. The evaluation for safeguards may be modified and updated as needed based on new information that might be discovered as the investigation progresses.
• Agencies will maintain an internal complaint procedure that includes an escalation process for the statewide Discrimination and Harassment Free Workplace Policy. The internal complaint procedure will be included in new employee onboarding. Upon receipt of a complaint, an evaluation shall be conducted to determine whether safeguards are necessary and, if so, what safeguards should be implemented. The evaluation for safeguards may be modified and updated as needed based on new information that might be discovered as the investigation progresses. Any alleged violations of the statewide Discrimination and Harassment Free Workplace Policy are not subject to the grievance and arbitration procedure outlined in Article 21.

Article 26 – Differentials

• Added language to ODOT Training differential to clarify employees are not eligible for the $1.00 per hour differential when they are mentoring or providing on the job training to a coworker.

• Added National Board of Physicians and Surgeons to list of recognized boards.

• Removed language waiving shift differential when work schedule is requested by an employee and approved by the Agency and the requested schedule contains hours outside of the hours designated for the employee's position by the Agency.

• Added language to leadwork differential regarding pyramiding.

• Deleted Section 7. Leadwork Differential. Employment Department.

• Deleted Section 9.  Leadwork Differential. State Library.

• Revised WOC language in Section 11.

• a) Temporary Assignment. Employees who are temporarily assigned to perform the duties of a higher-level classification shall receive a work-out-of-classification differential. To qualify for this differential, the employee must perform the duties that distinguish the higher-level classification on a regular and significant basis for more than ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules). The employee shall be compensated for all hours worked beginning from the first day of the assignment for the full period of the assignment.
  
  An employee performing duties out-of-classification for training or developmental purposes shall be informed in writing of the purpose and length of the assignment during which there shall be no extra pay for the work. A copy of the notice shall be placed in the employee's file.

  b) Reworded Work-Out-of-Classification Pending Upward Reclassification for clarity.

  c) Requires Agency to conduct an internal assessment to determine appropriate rate of WOC differential.

  For temporary assignments, if assessment results in one step above, equal to or below the employee's current rate of pay, the differential will be 5% or a dollar amount based on the first step of the higher salary range, whichever is greater.

  • If the assessment results in two steps or more above the employee's current pay rate, the agency will use the outcome of the assessment to determine the dollar amount of the differential.

    • If the differential is a dollar amount, the amount will be adjusted due to changes to the base salary (e.g. COLA or step increase).

  • For WOC Pending Reclass, if the assessment results in a step equal to or below the employee's current pay rate, the differential will be a dollar amount based on the next higher step in the new classification's salary range.

  • If the assessment results in a step above the employee's current pay rate, the agency will use the outcome of the assessment to determine the dollar amount of the differential.

    The differential will be adjusted due to changes to the base salary (e.g. COLA or step increase).

    Employees at the top step of their current job classification will have the differential adjusted to the next step in the higher salary range annually on their benefit service date until their base salary plus the work-out-of classification differential reaches the top step of the higher salary range.

• Essential Worker Pay—The Essential Worker Pay differential increased from $3/hr. to $4/hr. Employees will receive the differential for their entire shift if any part of it falls on a designated closure day, regardless of when the closure starts or ends. Employees will receive the differential for their entire shift when it takes place during a curtailment.

• Underfill Differential—New language. When the agency selects an employee to fill a higher-level classification position as an underfill, the employee shall be notified in writing that they are an underfill, provided with the reasons for the underfill, and informed of the requirements needed to meet the minimum qualifications of the position's classification.

• The agency's appointing authority or management designee will conduct an internal assessment to determine the appropriate dollar amount of the underfill differential. The assessment will be conducted using the work of a comparable character in the higher-level classification.

• If the assessment results in a step equal to or below the employee's current pay rate, the differential will be a dollar amount based on the next higher step in the new salary range. If that step provides an increase of less than two and five tenths percent (2.5%), the agency will apply the next higher step in the new classification's salary range.

• If the assessment results in a step above the employee's current pay rate, the agency will use the outcome of the assessment to determine the dollar amount of the differential. If this increase is still less than two-point five percent (2.5%), the agency will use the next higher step in the new classification's salary range to determine the dollar amount of the differential.

• The differential will be adjusted due to changes to the base salary (e.g. COLA or step increase).

• Once the employee meets the minimum qualifications of the position, the Agency shall administratively move the employee to the higher classification and the underfill differential shall be removed. This action is not considered a reclassification.

• For New Hires:

  The agency's appointing authority or management designee will conduct an internal assessment to determine the appropriate dollar amount of the employee's base position upon hire before determining the underfill differential.

  When the employee is administratively moved to the higher position, the benefit service date remains unchanged.

• For Current State Employees:

  The employee's benefit service date is set out six (6) months from the date of placement into the underfill position. The employee will be eligible for a step increase at the conclusion of the six months from the date of placement into the underfill and annually thereafter until they have reached top step in the higher classification's salary range, consistent with the collective bargaining agreement.

​​​Article 26T – Differentials

• Removed language waiving shift differential when work schedule is requested by an employee and approved by the Agency and the requested schedule contains hours outside of the hours designated for the employee's position by the Agency.

Article 29—Salary Administration

• Added new Section 2 addressing internal assessments and benefit service date for specific position appointment changes, including promotion, demotion, lateral transfer to different classification, reemployment after a less than two-year break in service and return from layoff, return from trial service removal and return from demotion in lieu of layoff.
• New Section 4—Underpayments. Upon notice from an employee, the State will pay undisputed, underpaid wages. If the underpayment is less than five percent (5%) of the employee's gross wages, the amount will be paid no later than the next regular payday. If the underpayment is more than five percent (5%) of the employee's gross wages, the amount will be paid within three (3) business days.
• Revised language in Section 5 regarding recoupment of wage and benefit overpayments to align with statute.

Article 32 – Overtime

• Added Interview Leave and Inclement Weather/Hazardous Conditions Leave to hours excluded from being counted as time worked for overtime purposes.

Article 43—Career Development

• Employees, subject to providing reasonable notice and receiving prior supervisory approval, shall be allowed paid time to talk to internal recruiters when such time occurs during their work hours. Such requests shall not

Article 51 – Limited Duration (LD)Appointment

• A newly hired employee to state employment for a special study or project LD shall be placed on the Agency recall list and the secondary recall list if the LD exceeds 2 years.

​​​Article 57—Bereavement Leave

• Bereavement leave may be taken to deal with the death of a family member, including attending the funeral or alternative to a funeral of the family member, making arrangements necessitated by the death of the family member or grieving the death of the family member. Employees shall be eligible for a maximum of 24 hours paid bereavement leave per family member.
• Modified language to require an employee to use accrued leave prior to leave without pay if additional bereavement time is needed.

Article 58 – Holidays

• Changed title (or name) of the Friday after Thanksgiving holiday to “Native American Heritage Day on the day after Thanksgiving".

Article 59—Election Days

• Revised language to allow employees to use accrued leave, and when no accrued leave is available, approved leave without pay, for in-person voting on state and federal election days. Employees needing to cure their ballot may use accrued leave, and when no accrued leave is available, approved leave without pay, with documentation, to support the need for the leave time.

Article 64 – Pre-Retirement Planning Leave (was Pre-Retirement Counseling Leave)

• Revised language throughout Article from Pre-Retirement Counseling to Pre-Retirement Planning.
• Clarifies 28 hours of leave with pay shall be granted upon hire for use throughout their employment with the state.
• Clarifies approval for pre-retirement planning leave shall be granted unless the Agency determines that its use would have a significant adverse impact on the efficiency of the employee's work unit. Requests for leave with shorter notice than 5 days' notice are subject to management's discretion.
• Added OSGP to list of programs employee may use leave to investigate and assemble.

Article 81 – Reclassification Upward, Reclassification Downward and Reallocation

• Adds requirement to notify union when supervisor initiates a reclassification request for an employee.
• Employees, or supervisors with prior notice to the employee(s), and the union, who believe the duties included in an employee(s) official position description demonstrate higher-level work shall submit a request for reclassification review. Duties assigned to an employee on an ongoing basis shall be reviewed pursuant to this Article, including the reclassification review and appeal process. Temporary assignments of work may be grieved under Article 26, Section 11.
• Reworded Article for clarity.
• Adds requirement to conduct an internal assessment to determine appropriate rate of pay on reclassification equal, lateral or downward.
• Reclassification Appeal Committee will have 5 business days from the receipt of reconsideration request to determine if the request meets the reconsideration criteria and will notify the Agency and the union of its decision.
• If no timely request for consideration, or if the request does not meet the reconsideration criteria, the Committee's decision will be final and binding.

Article 86—Workload Prioritization

• The immediate supervisor will respond to workload prioritization requests and outline a clear prioritization of the employee's work assignments in a timely manner, unless such request is deemed to be inappropriate or excessive.
• At the request of the employee, the immediate supervisor will meet with the employee to discuss the prioritization.

Article 101 – Safety and Health

• Upon receipt of a complaint, an evaluation shall be conducted to determine whether safeguards are necessary and, if so, what safeguards should be implemented. The evaluation for safeguards may be modified and updated as needed based on new information that might be discovered as the investigation progresses.

Article 101T – Safety and Health (Temporary Employees)

• Upon receipt of a complaint, an evaluation shall be conducted to determine whether safeguards are necessary and, if so, what safeguards should be implemented. The evaluation for safeguards may be modified and updated as needed based on new information that might be discovered as the investigation progresses.

Article 106 – Labor-Management Committees (LMC)

• Union LMC members can meet on paid time prior to the commencement of the joint LMC for at least 30 minutes. Agencies may grant additional time beyond the 30 minutes.

Article 121—Education, Training and Development

• Deleted Article.

Article 133 – Leave to Address Domestic Violence, Harassment, Sexual Assault, Bias, Stalking, Or Human Trafficking (was Domestic Violence, Sexual Assault, Stalking or Human Trafficking Victim Leave)

• Changed title to reflect leaves covered under Article.
• Clarified that an employee who is the victim of domestic violence, harassment, sexual assault, bias, stalking or human trafficking, or the parent or guardian of a minor child or dependent who is a victim of domestic violence, harassment, sexual assault, bias, stalking or human trafficking, may take leave in multiple blocks of time intermittently and/or to supplement an altered or reduced schedule.
• Changed reference from ORS 659A.283 to DAS Policy 60.000.12, “Statutorily Required Leaves With and Without Pay".

Article 136 – Critical Incident Leave

• Restructured paragraphs for clarity.
• Any period of time beyond three scheduled workdays necessary for purpose of readjustment shall be determined by the employee's physician or mental health practitioner.
• New language added that other critical incidents may occur. In these cases, Agencies may request for DAS CHRO to conduct a rapid review of the specific situations to determine if time off is justified. Time off may include the use of administrative leave, accrued leaves, leave without pay, or other paid leave.

Letter of Agreement – 22.00-23-461—Alleged Violations of Articles 22 and 22T

• LOA allowing Article 22 and 22T grievances to proceed to Step 3 extended through June 30, 2027.

Letter of Agreement—22.00-23-463—Equity and Non-Discrimination Initiative

• The Union will provide the State with a list of stewards trained specifically to handle equity issues to be present for reporting. Stewards trained in equity shall work with employees within their own Agency, unless a trained steward does not exist within the Agency, or there is a conflict.

• On a quarterly basis, the State will provide the Union, in a de-identified format, the following data:

• Data on the current make-up of state employees', by Agency, demographics including their race/ethnicity (if known), age, gender, gender identity (if known), disability status (if known), and veteran status (if known).

  A list of employees, by Agency, who promoted within the State, including their race/ethnicity (if known), age, gender, gender identity (if known), disability status (if known), and veteran status (if known).

  A list of employees, by Agency, who separated from state service within the State, including the reason for separation, their race/ethnicity (if known), age, gender, gender identity (if known), disability status (if known), and veteran status (if known).

  A statewide report that provides a summary of all personnel investigations initiated by all state agencies that would include the following:

  Allegation category (categories supplied by DAS).Date investigation was initiated and the date it concluded. Outcome of Investigation

• Once meeting per quarter of the SEIU/DAS Statewide Council meeting will be dedicated to equity and non-discrimination initiative topics. Subject matter experts will be invited to attend and participate as appropriate.

Letter of Agreement—27.00-23-464—Salary and Benefit Report

• Added language to existing LOA. If the DAS Classification and Compensation Unit intends to modify the methodology used in the most recent salary and benefit report, SEIU will be given an opportunity to provide feedback to identify key areas of concern and opportunities for improvement, as well as providing insight into the climate and concerns of the employee population.

Letter of Agreement –00.00-19-361—Contract Specialist

• Extensions to contract specialist assignments must be mutually agreed upon.
• When applicable, Contract Specialists may take part in the shift bidding process for their base position while on assignment as a Contract Specialist.
• Contract Specialists will enter their time electronically, including any leave used during the assignment.
• Contract Specialists will keep their existing agency issued equipment, such as a laptop, for use in their role as a Contract Specialist, including time entry and receiving statewide employee emails. Contract Specialists who do not have agency-issued equipment will be provided a mechanism to complete time entry and receive statewide emails. The mechanism will be outline in the contract specialist's individual agreement.
• While on this assignment, the contract specialist will not perform regular agency work.
• Time spent traveling on behalf of the Union during regularly scheduled hours shall be on Agency time.
• Added language that Contract Specialists may attend labor/management committee meetings as a non-decision-making participant, unless it is a labor/management committee where the Contract Specialist has been elected/appointed.
• Added language that Contract Specialists shall not be assigned duties that involve processing grievances, leading contract negotiations or acting in the role of a union steward.
• Added language that Contract Specialists who remain in their official union delegate or board member role during their Contract Specialist assignment are required to use accrued leave or temporarily modify their schedule while performing official union delegate or board duties during their regularly scheduled hours.

New Letter of Agreement—Layoff Review Committee

• A layoff review committee will be established by December 1, 2025.
• By June 1, 2026, the committee will:
• Review and evaluate the layoff process taking into consideration the work being done and the ways in which that work is being done. Develop recommendations for modifications of the existing process. Review and evaluate existing layoff resources available for the Employer and employees and make recommendations on improvements.
• The committee will submit recommendations for consideration to SEIU and DAS LRU. The Parties will review the recommendations to inform bargaining proposals during 2027-2029 contract negotiations.
• DAS CHRO will review any recommended improvements to existing layoff resources.

New Letter of Agreement—Employee Resource Group Committee

• A joint LMC will be established no later than January 1, 2026.
• The committee will be tasked with gathering information and reviewing any existing employee resource groups, agency practices, and policies to provide recommendations to the DAS Chief Human Resource Office (CHRO) on creating a potential statewide policy governing Employee Resource Groups (ERGs).
• The committee will submit recommendations for consideration to DAS CHRO no later than January 1, 2027.

New Letter of Agreement—Finalization Process

• The Union and the Employer commit to completing the finalization process in an expeditious manner. Prior to finalization of the Collective Bargaining Agreement, parties are committed to providing resources to help bridge the information gap for employees and managers. The Employer will post all finalized tentative agreements within seven (7) calendar days after ratification on the DAS LRU website. DAS LRU and SEIU will schedule the first joint contract training within 30 calendar days of ratification.

New Letter of Agreement—Hardship Donations

• For the term of the 2025-2027 SEIU Collective Bargaining Agreement, the Parties agree that regular status employees may request hardship donations when a treating physician/practitioner provides a written statement certifying that the illness or injury, including medical appointments for treatment of the illness or injury, will continue for at least fifteen (15) consecutive calendar days following the employee's projected exhaustion of accumulated leave.

New Letter of Agreement – Employee Monitoring

• The Employer shall notify the Union, the sub local president, and affected employees prior to implementing or modifying any employee monitoring, surveillance, or data collection technology. The notice shall include a description of the technology, its purpose and the data being collected.